Question:

How to correctly reflect in the staffing table the number of staffing units if the organization has five employees for one position, registered at 0.2 rates (you need to specify one staffing unit or five)? What is the difference between part-time and part-time work?

Answer:

If the organization has five people working in one position, each for 0.2 of its part, one staffing unit should be indicated in the staffing table.

Incomplete work time- part of the working hours; the common name "part-time" means an incomplete staffing unit established by the staffing table or an employment contract with an employee (usually a part-time employee).

Rationale:

The structure, staffing and number of employees of the organization, indicating the size of wages, depending on the position held, are contained in normative document organization - staffing table. It reflects the existing or prospective division of labor between workers, as described in job descriptions; is the basis for planning personnel costs.

Staff unit - a unit from the list of positions in the staffing table, corresponding to one workplace.

The number of staff units in an organization is determined by its needs for specific types of work, the urgency of their implementation, economic feasibility, etc. Therefore, a situation is quite possible when the organization does not need a full staffing unit, but there is a need for an incomplete one.

Labor legislation does not prohibit organizations from introducing part-time staffing into the staffing table.

By-law - Instructions on the application and filling out of forms of primary accounting documentation for accounting for labor and its payment (approved by the Decree of the State Statistics Committee of Russia dated 05.01.2004 N 1 simultaneously with the unified forms of such documentation) are directly established when describing the form staffing table N T-3: "when filling in column 4, the number of staff positions for the relevant positions (professions), for which the maintenance of an incomplete staff unit is provided, taking into account the specifics of part-time work in accordance with current legislation Russian Federation, is indicated in appropriate proportions, for example 0.25; 0.5; 2.75, etc. "

From this we can conclude that an incomplete staffing unit is not the number of employees for one position (which cannot be fractional), but the required amount of work for it.

Sometimes an incomplete staffing unit is called “part-time work”, which does not seem entirely correct, since this concept is not contained in labor legislation. However, this term refers to part-time work with pay proportional to hours worked.

That is, part-time work assumes that the employee is working part-time: he spends less time on it than the normal established one (no more than 40 hours per week - h.

2 tbsp. 91 Labor Code RF). In this case, payment is made in accordance with Art.

2 tbsp. 93 of the Labor Code of the Russian Federation in proportion to the time worked or depending on the amount of work performed by the employee.

However, it is impossible to confuse the concepts of “incomplete staffing unit” (everyday - “part-time work”) and “part-time work”: there is no incomplete staffing unit without part-time work, but on the contrary, it happens quite often ( possible cases establishing such a regime are listed in Part 1 of Art. 93 of the Labor Code of the Russian Federation).

The information is provided by the ConsultantPlus legal reference system.

HR Director, Belaya Dacha Group of Companies

For more than two years now, a single form has been applied in Russia stafftimetables... Before the enactment of the Decree of the State Statistics Committee of Russia dated 06.04.2001 No. 26, each organization drew up this local normative act in its own way. Prior to 2001, a federal legal act that would establish the form and procedure drawing upstafftimetables for all organizations without exception did not exist. Long-term commitment stafftimetables, especially for small and medium-sized companies, was generally questioned.

In April 2001, personnel officers finally received an official answer to the question of what should be stafftimetable... And with the adoption Trudovogocode RF doubts about the obligation of this document for the organization have disappeared completely.

Let's try to figure out together how to do it right make upstafftimetable and work with him.

What is meant by "staff" and "staffing table"?

State Is the composition of the organization's employees, determined by the management at certain period.

Various sources give different definitions the concept of "staffing", but, in principle, their essence boils down to the following: staffing table- This is an organizational and administrative document, which reflects the structure of the organization, contains a list of positions with an indication of their number and size of official salaries. Also, the staffing table 1 reflects the amount of allowances and surcharges existing in this organization, in relation to specific positions.

Who should compose the SR and make changes to it?

There is still no clarity on this issue. In different organizations, the functions of compiling the staffing table are performed by different structural divisions. By assigning to the employees of any structural unit the responsibility for the formation of the staffing table, management often starts from the size of the organization.

Column 9 of the staffing table when working at 0.5 rates

Today in Russia there are both large organizations with a staff of more than 500 people, and small enterprises, the number of which does not exceed 50 employees. There are also entrepreneurs without education legal entity employed by employees. Since most small businesses and individual entrepreneurs there are no personnel departments, or departments of organization and remuneration, then accounting staff, managers or entrepreneurs themselves are involved in the preparation of the staffing table. In medium-sized enterprises (from 100 people), as a rule, there is a personnel department or a personnel service and, accordingly, the functions of drawing up and making changes to the staffing table are transferred to them (but there are often cases when accounting staff are again involved in drawing up and changing the staffing table).

In large companies, which include both personnel departments or personnel services, and departments of organization and remuneration, these divisions are engaged in the development of the staffing table.

It should be noted that the formation of the staffing table is a rather complex process, consisting of several stages and requiring the involvement of not only personnel service specialists, but also economists.

How does the compilation of the SR begin?

Before you start drawing up the staffing table, you need to decide on the organizational structure of the enterprise. Organizational structure Is a schematic representation of structural units. This document reflects all divisions of the organization, the order of their subordination is schematically drawn. The organizational structure can also reflect both vertical and horizontal relationships between departments.

It is problematic to define unequivocally where the border of responsibility for drawing up the staffing table lies, but we will try to delimit some stages of drawing up the staffing plan, and at the same time fill out the unified form No. T-3.

How to start filling out the unified form?

Filling out the unified form T-3 "Staffing" should begin with the name of the organization - it must be indicated in strict accordance with the name that appears in the constituent documents. In the case when the organization has both full and abbreviated names, the use of any name is allowed. In order to avoid questions and controversial situations, it is advisable to fix the rules for filling in the details in the local normative act on documentation and workflow (regulations, instructions).

Next, the document number is affixed. For organizations where the staffing table is often subject to changes, it is advisable to introduce a separate numbering for the staffing table with a letter designation (for example - "shr").

The date of the document is entered in a specially designated column in the form "dd.mm.yyyy." The date of the staffing table does not always coincide with the start time of its operation, therefore unified form the column "Staffing for" ____ "_______ 20 is provided, i.e. on a specific date from which the staffing table comes into effect.

The decree of the Goskomstat of Russia, which introduced the unified form No. T-3, provides for the approval of the staffing table by order of the head of the organization. For this, the date and number of the order, the number of staff units and the monthly payroll are entered in a separate column.

What is the name of the structural unit?

The first column of the unified form is called "Name of the structural unit". If we are talking about a commercial organization, then, as a rule, there are no restrictions in the names of structural divisions, apart from the requirements for terminology and generally accepted concepts and definitions (it is undesirable to call structural divisions with little understandable foreign words). However, there are organizations in which a number of benefits provided to employees upon retirement depend on the name of the structural unit specified in the staffing table (for example, medical and educational institutions, enterprises that include production with harmful working conditions). Therefore, the task of correctly reflecting the names of structural units in the staffing table falls on the personnel department or the organization and remuneration department. To facilitate work in this direction there are sectoral classifiers of hazardous industries or a nomenclature of names of structural units, as well as tariff and qualification reference books, all-Russian classifiers, List No. which gives the right to a retirement pension (old age) on preferential terms and List No. 2 of industries, jobs, professions, positions and indicators with harmful and difficult working conditions, employment in which gives the right to a retirement pension (old age) on preferential terms ...

The names of the divisions are indicated by groups:

• management or administrative part (such divisions include management, accounting, personnel department, etc.);
• production units;
• auxiliary or service units.

As a rule, the location of the names of structural divisions in most organizations corresponds to this order. The exception is made by enterprises whose main business is trade. In such firms there is no production units, but there are sales departments or commercial departments, which are closely related to logistics departments (the latter in this case are serving).

Support departments usually include the supply department, repair services, etc.

What is a "structural unit code"?

The structural unit code usually indicates the place of the structural unit in the hierarchical structure of the organization. It is also assigned for the convenience of document management (this is especially true of large enterprises). By means of coding, the place of smaller units in the structure of large ones is indicated. For example, in the structure of departments there are departments, in the composition of departments there are departments, in the composition of departments there are groups. If the department is designated by the digital code 01, then the department within the department, respectively, will have the numbering 01.01. Departments and groups are designated in the same way.

How to fill in the column "Profession (position)"?

This column is filled in in strict accordance with the tariff and qualification reference books and the All-Russian classifier of positions of employees and professions of workers.

The sequence of filling out this column for each structural unit is individual, taking into account the specifics of a particular organization. As a rule, first there are the positions of the head of the structural unit, his deputies, then the leading and chief specialists, then the positions of the executors. If the structural unit includes both engineering and technical personnel and workers, it is necessary to select first engineers and technicians, then workers.

What is a "staff unit"?

Staff unit- This is an official or work unit, provided for by the staffing table of the enterprise. As a rule, the number of staffing units of organizations financed from the federal or regional budget is determined by higher organizations. Number of staff units commercial enterprise is determined by its needs in certain types of work, the degree of urgency of their implementation and economic feasibility.

How to set a salary (tariff rate)?

Under salary (wage rate) in accordance with article 129 of the Labor Code of the Russian Federation, a fixed amount of remuneration of an employee for fulfilling the labor standard is understood ( job responsibilities) of a certain complexity (qualification) per unit of time.

Tariff rates are a tool for tariffication of employee wages in organizations financed from the federal budget in accordance with the Unified Tariff Schedule. Commercial organizations set the size of salaries based on their financial capabilities.

It should be noted here that the size of the salary or tariff rate in accordance with Article 133 of the Labor Code of the Russian Federation cannot be lower than the legislatively established minimum size wages. It should also be borne in mind that the minimum wage does not include additional payments and allowances, bonuses and other incentive payments, payments for work in conditions deviating from normal, for work in special climatic conditions and in territories exposed to radioactive contamination, other compensatory and social payments.

When establishing official salaries or tariff rates, it must be remembered that only the size of the salary or the tariff rate can be reflected in the staffing table, therefore it is completely impossible to take into account the payroll. This is due to the fact that at enterprises with a shift work schedule, the remuneration of workers receiving an official salary increases by the amount of additional payments for night work, and the work of workers whose wages are calculated from the size of the tariff rate is paid depending on the number of hours worked in specific month and is different. In most organizations, the size of the monthly wage fund for reflection in the staffing table is calculated from the average number of working hours and is assumed to be conditionally equal to 166 hours per month.

For workers whose work is paid according to the piece-rate system, in the SR, as a rule, a wage rate or salary is established, which, depending on the specifics of the organization, are calculated according to certain methods.

When establishing a salary, one should be guided by the requirements contained in acts of labor legislation, as well as local regulations - the Regulation on remuneration in the organization, the Regulation on bonuses and others.

What are “allowances and surcharges”?

In the unified form No. T-3 there are several columns, united by the common name "Allowance". The Labor Code of the Russian Federation currently in force does not contain clear definitions of the concepts of "allowance" and "additional payment".

Guided by generally accepted attitudes, it is possible to designate surcharges as payments accrued to employees in addition to salaries (tariff rates) for special working conditions or working hours. Additional payments are made to employees engaged in heavy work, work with harmful and (or) dangerous and other special working conditions. The specific amount of the additional payment is established by the employer, taking into account the opinion of the representative body of employees or by a collective agreement or is negotiated in employment contract... Currently, many budgetary organizations have sectoral regulatory legal documents, which regulate the amount of wage increases for workers in the industry.

Wage supplements- these are incentive payments in excess of the established official salary, which stimulate employees to achieve higher performance indicators, improving professional skills and labor productivity. As a rule, allowances are established based on the results of certification of employees by a decision of the qualification or certification commission.

Until the introduction at the legislative level of definitions of the concepts of "premium" and "surcharge" to distinguish or systematize given view payments is difficult. The main thing that must be taken into account when forming the staffing table is the two main forms of payment of allowances and surcharges. The first form - percentage - is set as a percentage of the official salary, and in the event of a revision of the size of the salary (rate), the amount of the allowance (additional payment) is automatically changed. The second form of payment is a premium or surcharge, set as a fixed amount. Such payment may remain constant even if the size of the salary (rate) changes, unless otherwise provided by the collective agreement, employment contract or local regulation... When establishing surcharges or surcharges in the staffing table, a note is made in the corresponding column about the amount and for what this surcharge (surcharge) is established.

One of the most frequently asked questions is how to make sure that employees occupying the same positions receive a salary corresponding to their qualifications, and at the same time, the principles of equality laid down in the Labor Code of the Russian Federation are observed? This problem may have different solutions - it all depends on the professionalism of the management team. When looking for your own solution, it is necessary to evaluate the existing system of remuneration at the enterprise. But, basically, this problem is solved by establishing a "standard" salary for all employees working in a given position or profession, and the salary is more skilled workers is made by establishing personal allowances for a certain period. When the employee confirms his qualifications by order of the head of the enterprise, the premium is established for the next period.

What is a "monthly payroll"?

Monthly payroll Are the total cash, which are provided for by the staffing table and the payment system in force at the enterprise, for the payment of employees.

When are changes made to the SR?

Changes to the staffing table are made when the number or staff of employees is reduced.

When downsizing, individual units are excluded, and when downsizing, individual divisions are excluded. At the same time, employees filling redundant positions or working in redundant professions are subject to dismissal in accordance with the relevant articles of the Labor Code of the Russian Federation.

Is it possible to make changes to the unified form No. T-3?

As stated in the decree of the Goskomstat of Russia dated 03.24.1999 "On approval of the procedure for applying unified forms of primary accounting documentation", in unified forms of primary accounting documentation (except for accounting forms cash transactions), approved by the Goskomstat of Russia, the organization, if necessary, can add additional details. In this case, all the details of the approved forms remain unchanged (including the code, form number, document name); removal of individual details from unified forms is not allowed.

The changes introduced must be formalized by the appropriate organizational and administrative document of the company.

The formats of the forms indicated in the albums of the unified forms of the primary accounting documentation are recommended and are subject to change.

In the manufacture of blank products on the basis of unified forms of primary accounting documentation, it is allowed to make changes in terms of expanding and narrowing columns and lines, taking into account the importance of indicators, including additional lines (including free ones) and loose leaves for the convenience of placing and processing the necessary information.

Part-time employees in the staffing table

The staffing unit is understood as the official unit established by the staffing table of the enterprise. According to article 284 of the labor code, a part-time worker can work no more than 16 hours a week. If your company has a payday on the 1st or 2nd day, you will have to issue the April salary ahead of schedule on April 28.

Could it be that half of the position when drawing up a part-time employment contract may well be occupied by two people. They allow us to recognize you and receive information about your user experience. Why are online forums filled with discussions about how to fill it? And readers come to our editorial office with a similar question quite often. It is preferable that all markups have a single equivalent (monetary, percentage or in ratios), but this is not always possible, so a mixed version is acceptable.

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therefore, the staffing table is approved by the order of the manager of the organization, and the fliboal is provided with an extract from the approved staffing table or a copy of it. When filling in column 4, the number of staff positions for suitable positions (professions). And in the staffing table, how much to indicate the salary on Ch.

There must be or not part-time workers in the standard staffing table. The staffing table indicates all the units for which people work. First, we will explain where the tradition came from, in general, to include not a whole staff unit, but a part of it.

Staffing we solve contingencies magazine

The staffing table should indicate all the positions and professions necessary for the normal work of the enterprise, including those held by part-time workers, as well as vacant positions.

Incomplete staffing unit

In column 1 of the staffing table, indicate the names of structural units (standard below).

We create staffing on our own magazine

it is comfortable to fill in this column in a hierarchical order. The unified form of the t-3 staffing table was approved by the decree of the State Statistics Committee of the Russian Federation from g.

Part-time employment contract - personnel business

So, should there be part-time jobs in the staffing table or not? When calculating sick leave in social insurance, they said that in order to calculate the average sick leave in this case wages must be taken from the staffing table, in the period before the sick leave.

standard of filling the staffing table. Please note that you cannot create separate staffing tables for fliboals and dealerships!

The staffing table is a list of positions in the enterprise with. Is it necessary to indicate the structural unit in the staff? The unified form of the t-3 staffing table has been approved. written down federal service for supervision in the field of communications, information technologies and mass communications (Roskomnadzor) registration certificate and the website uses cookies.

• Total wages Accounting for tickets in accounting

How to correctly reflect in the staffing table the "rates" of part-time workers (0.5 rates, 0.25 rates) and, accordingly, their salaries, will it be correct, for example, to indicate in the staffing table in the column the number of staff units - 0.5 (0.25) , and in the column the tariff rate (salary) is 1500 rubles. (550 rubles)?

Answer

Answer to the question:

Having considered your question, we can say that according to the Instructions on the use and filling out of primary accounting forms for labor accounting and remuneration, approved by the Resolution of the State Statistics Committee of Russia dated 05.01.2004 No. 1, when filling in column 4 " Number of staff units "for the relevant positions, which provide for the maintenance of an incomplete staff unit, taking into account the specifics of part-time work in accordance with the current legislation, staff units can be indicated in appropriate shares (for example - 0.25, 0.5, 2.75) .

In accordance with Art. 129 of the Labor Code of the Russian Federation, salary (official salary) is a fixed amount of remuneration of an employee for the performance of labor (official) duties of a certain complexity for a calendar month, excluding compensation, incentive and social payments.

In column 5 "Tariff rate (salary)" the staffing table is indicated in ruble terms, the monthly salary at the tariff rate (salary), depending on the remuneration system adopted in the organization in accordance with the current legislation of the Russian Federation, collective agreements, labor contracts, agreements and local acts of the organization.

In column 9 "Total per month" the staffing table indicates an amount equal to the product of column 4 and column 5, which determines the size of the salary of a part-time worker, taking into account working hours. For example, in column 4 the number of staff units is 0.5, in column 5 the salary is 20,000 rubles, in column 9 the amount will be reflected - 10,000 rubles. (20,000 rubles x 0.5).

Details in the materials of the System:

1. Situation: Do I need to indicate in the staffing table of positions or other information about part-time workers

By general rule in the staffing table, you must indicate all staff units (including incomplete ones), regardless of who they will be employed later: part-time workers or main employees with part-time work.

If an organization uses a unified one, then there is no need to prescribe the conditions under which employees work, since the staffing table includes information on the number of staff units. For example, if the staffing table in the column contains a value of 0.5, this does not mean that the rate is replaced by a part-time employee. The main employee can also receive half of the rate, for example, in the case of ().

If the organization uses a staffing table, then, if necessary, it can provide a special line in the form for entering information about part-time workers.

<...>

Nina Kovyazina
Deputy Director of the Department of Wages, Labor Protection and Social Partnership of the Ministry of Health and Social Development of Russia

14.01.2015

Best regards and wishes for a comfortable work, Svetlana Gorshneva,

Expert Systems Personnel

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The work of each enterprise is based on legislative acts at various levels submission. Local documents play an important role in the life of any organization; they are adopted and published for the enterprise itself.

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The staffing table also applies to documents of a local nature. Below are the features and design features of this important document.

What is this document?

The staffing table is a local regulatory act. Based on the Charter of the enterprise.

For unification, the T-3 form was approved by the Decree of the State Statistics Service.

At enterprises it is used to register the number of employees, their composition and structure.

Includes:

• Names of departments, assigning a code to them.
• Name of positions, specialties, professions, category, qualification class.
• Number of employees, salary, allowances.

The staffing table is designed to:

• To shape organizational structure enterprises.
• To form the number of divisions and staff units.
• Form a system of remuneration for employees.
• Establish allowances and their size.
• Facilitate recruiting for vacancies.

What does the law say?

Normative base

• Labor Code. Art. 15 and 57 contain references to the staffing table. This is due to the fact that the duties, rights and remuneration of the employee are based on the staffing table.
• Instructions for. It is indicated that all records are recorded in work book based on the staffing table.

There is no normative act specifying the obligation to maintain the staffing table. Despite this "hole in the law", all control services request this document.

It checks and collects information about employees, remuneration for work done, etc. Therefore, its absence is a violation of the labor law and entails the imposition of a fine.

Conclusion: the staffing table should be at every enterprise.

Responsible persons. Who is signing?

The head of the enterprise, the heads of the personnel department and the accounting department have the signature rights in the staffing table. This means that employees of these services are responsible for the drafting, registration, and changes.

The signature is placed at the end of the document. If the staffing table consists of more than one page, signatures are placed on the last page in special lines for signature.

During the initial development of the staffing table, the signature column can be entered on each page of the document.

When and how to make changes?

It is necessary to make changes every year or not, each leader decides separately. it pla new document and it is advisable to update it annually.

The annual update will allow coordinating the quantitative and qualitative composition of employees.

If you need to introduce or remove posts, abolish or add departments, you can approve a new document less often or more often.

Changes can be made in several ways:

• Change in general. A new one is assigned to it registration number and is ratified by order (decree).
• Selective change. Should be registered in the order or order. This method possible if adjustments are not significant.

Changes to the staffing table affect the already working personnel, accordingly, adjustments should be made to labor documents those employees whom they concern.

This can be a change in position, department, additional responsibilities, change,.

When changing the position, the employee must be in writing informed two months in advance.

Thus, making changes consists of the following stages:

• The consent of the employee to make adjustments to the schedule that concern him.
• Writing and accepting an order (instruction) on making adjustments.
• Writing and accepting an application to the employee who is affected by the change.
• Recording the received changes in the work book.

How to make the staffing table correctly?

Procedure, stages and rules for filling

When writing the staffing table, you should refer to the organizational structure of the enterprise.

This is due to the fact that when scheduling it is necessary to indicate the divisions that are part of the enterprise. Next, a standardized form is filled out.

Stages of entering data into a standardized form:

• Indicate the name of the company in accordance with the constituent documents. If there is an abbreviated name, it must also be indicated - in brackets or in the line below.
• Specify OKPO code.
• Indicate the serial number, according to the Journal of document flow. If you make multiple corrections, you must enter a separate numbering (for example, with a letter value).
• The date of preparation of the document is entered in a special column. May not always coincide with the time of its entry into force. In this regard, in a unified form there is a column in which the date from which it comes into force is indicated.
• In the column "State in the number of ... units" the number of official units is entered.
• Columns are filled in.

Sections, columns and their features

Section 1 "Name of the structural unit"

Departments, representations, branches are entered.

Data is entered from top to bottom.

The first line indicates the management of the enterprise. Followed by financial department, accounting, personnel, department for economic issues.

After filling in the graphs by departments of the first level of subordination, it is necessary to enter production data.

All workshops and sections are indicated. After this level, data is entered about the service departments (warehouse, for example).

Section 2 "Code of the structural unit"

With the help of this section, the hierarchical structure of the enterprise is clearly traced.

In order to facilitate filling in this column, industry classifiers should be used.

Any structural unit is assigned a specific code in order to facilitate document management.

Assignment starts from large to small. For example, a department is 01, departments in a department are 01.01, 01.02, etc., in a department is a group of 01.01.01, etc.

Column 3 "Position (specialty, profession), category, class (category) of employee qualifications"

The section is filled in on the basis of the Classifier of workers' professions, employee positions and wage grades.

For organizations that are funded from the federal budget, the use of the classifier is an integral part of the workflow process.

Data are entered in this column in accordance with the characteristics of the activities of each enterprise.

Section 4 "Number of staff units"

Contains data on the number of work units. Staff units budgetary organization approved by parent organizations.

At an enterprise of non-budgetary forms of ownership, the staffing units are determined by its needs and economic feasibility. If the company has staff units working at 0.5 or 0.25 rates, then when filling out this section, the shares are indicated.

Vacancies fit into the number of vacancies in the state.

An example of a staffing table with a rate of 0.5:

Section 5 "Tariff rate (salary), etc."

This section contains data on salaries by job title.

With the help of the tariff rate, employees are rewarded for the performed duties in accordance with the employment contract. This payment method is actively used on state enterprises and organizations. When tariffing salaries, it is necessary to refer to the Unified Tariff Schedule.

Salary is a fixed remuneration for the performance of duties that are directly indicated in the employment contract.

The salary is formed for a certain period of time (month, quarter, half year).

The establishment of the salary of employees of budgetary organizations is based on the Unified Tariff Schedule. Private enterprises proceed from financial capabilities, but not lower than the minimum wage, which does not include bonuses, allowances, payments for special working conditions, etc.

Data is indicated in rubles.

Section 6-8 "Surcharges and surcharges"

Contains data on incentive payments, compensations (bonuses,) established by the legislation of the Russian Federation ("northern", for an advanced degree) and entered at the discretion of the organization (associated with working conditions).

For enterprises and organizations that are financed from the state budget, the amount of allowances is established by the Government of the Russian Federation, for private ones - by the management of the enterprise.

The allowances are set as a percentage of the salary. Surcharges are a fixed payment.

Section 9 "Total"

Columns 5 - 8 are summed up. All expenses during the month are indicated.

Section 10 "Notice"

Changes are made to the column, clarifications according to the staffing table.

When is it compiled and approved?

The staffing table is drawn up when opening a new enterprise, branch, subsidiary etc. and when significant changes are made.

Due to the fact that wages are paid monthly, it is most correct to set the date of entry into force on the first day of the month.

The staffing table is approved on the basis of an order or instruction signed by the head of the enterprise or an authorized person.

Also, in the staffing table, in the "Approved" column, the corresponding details should be entered. Further, the data is entered into the Registration Journal, after which the number is entered into the order. Further, after the approval procedure, the staffing table is sent for storage.

Sample filling 2020:

Important nuances

Rounding of staff units

When introducing the staffing level, whole units and fractional ones may be present in the staffing table.

There are two options for rounding staff units:

• Rounding is carried out for each division.
• The staffing units are rounded up for several departments.

Wherein:

• Bets less than 0.13 = 0, i.e. are discarded.
• The rates of 0.13–0.37 are equal to 0.25 of a full-time position.
• Bets 0.38-0.62 are rounded to 0.5 stakes.
• Staff rates of 0.63-0.87 are equal to 0.75 rates.
• Over 0.87 - full rate.

Creation of a staffing table for individual entrepreneurs

According to the law, an individual entrepreneur can hire workers. From the moment the employees are hired, he becomes an employer and must maintain a staffing table. The exceptions are cases when in detail the duties, the form of the employee's activity are described in the employment contract.

The staffing table helps to get rid of the difficulties of unpredictable situations when working with the staff.

When drawing up a staffing table for individual entrepreneurs, it is worth adhering to the same principles and rules as for large companies.

But at least it is worth filling in Columns 1-5.

Development of a staffing table in a budgetary institution

The staffing table is an integral part of the work of any budgetary organization. It is also compiled according to the standardized form T-3 in accordance with all the above principles and features.

However, for budgetary institutions it is mandatory to use:

• All-Russian classifier of workers' professions, positions of employees and wage grades.
• Qualification directory of positions of managers, specialists and other employees.
• Unified tariff and qualification reference book of jobs and professions of workers (ETKS).

Hello Inessa.

In the staffing table, it is necessary to indicate exactly the amount of working time that is determined according to the terms of the employment contract, i.e. if it is 0, 5 rates with an 8-hour working day, it will be 4 hours.

For example, if we take into account a full working 5-day working week:

30 days x 8 hours = 240 hours. (at full rate)

30 days x 4 hours. = 120 hours. (at 0.5)

In this case, the form can be used as the State Statistics Committee of the Russian Federation dated 05.01.2004 N 1, which is optional. both recommended and arbitrary developed by the employer themselves. the main thing is that all the necessary details in the "staff" are indicated:

Recommendations for filling out individual columns, fields, lines of the staffing table

In the field "Name of the organization" the name of the organization is indicated in strict accordance with constituent documents organizations.
Important! The code of the organization according to All-Russian classifier enterprises and organizations (OKPO). The OKPO code is identification code enterprise or organization, consisting of 8 digits.
Between the name of the document form ("STAFF SCHEDULE") and the approval stamp in the field present, the number and date of the staffing table are indicated. If the staffing table is drawn up for the first time, as a rule, it is assigned N 1, then continuous numbering can be applied. In the column "Date of compilation" indicates the date when the staffing table was actually drawn up.
The date of compilation and the time from which the staffing table comes into effect may differ. In the line "for the period ______ from" ___ "________ 20 ___." the period for which the staffing table is approved (usually for 1 year), as well as from what date it begins to operate (for example: from January 1 to December 31 of the planned year) The staffing table is approved by order of the head of the organization.
In the stamp of approval of the document in the field "Order of the organization from", the details of the order, which approved the staffing table, are entered.
Directly under the stamp of approval in the field "State in quantity" in units is indicated total amount staff units of the organization. Filling the graph staffing-B column 1 "Name" indicates the name of the structural divisions of the organization.
Structural divisions should be understood as branches, representative offices, and departments, workshops, sections, etc., and under another locality - an area outside the administrative-territorial boundaries of the corresponding settlement.
As a rule, in this column, all divisions are indicated in a hierarchical sequence, that is, starting with the management ("Administration") and further by subordination. - column 2 "Code" assumes the indication of the numbers of divisions in an order that allows you to determine the subordination and structure of the entire organization - column 3 "Position (specialty, profession), category, class (category) qualifications".
If in accordance with federal laws with the performance of work in certain positions, specialties or professions associated with the provision of benefits or the presence of restrictions, then the name of these positions, specialties or professions and qualification requirements to them must comply with the names and requirements specified in the qualification reference books, approved in the manner established by the Government of the Russian Federation.
If the work is not associated with difficult working conditions and the provision of certain benefits and guarantees (for example: additional vacations, reduced working hours, increased wages), then the name of the position, profession is determined by the employer.
column 4 "Number of staff units" indicates the number of staff positions provided in this organization for a specific position (specialty, profession). For example:
Column 3 "Position (specialty, profession), category, class (category) of qualifications" indicates the name of the position - "Accountant", then in column 4 "Number of staff units" the number of staff units allocated in the organization for the position of "Accountant" is indicated, for example - 2 When filling in column 4 "Number of staff units" for the relevant positions (professions), for which the maintenance of an incomplete staff unit is provided, taking into account the specifics of part-time work in accordance with the current legislation of the Russian Federation, it is indicated in appropriate shares, for example 0.25 ; 0.5; 2.75, etc. - in column 5 "Tariff rate (salary), etc., rubles." the monthly wage is indicated in ruble terms at the wage rate (salary), wage scale, percentage of revenue, share or percentage of profit, labor force participation rate (KTU), distribution coefficient, etc., depending on the wage system adopted by the organization in in accordance with the current legislation of the Russian Federation, collective agreements, labor contracts, agreements and local regulations of the organization
Note! The tariff rate or salary does not include allowances (compensation and incentive payments), since other columns are provided for them. Completing this column depends on the remuneration system.
In other words, if a time-based wage system is provided for a certain position, then in column 5 "Tariff rate (salary), etc., rubles." the tariff rate is indicated (for example: 100 rubles), then the unit of time for which this tariff rate is provided (for example: 100 rubles / hour).
If a piece-rate system of remuneration is provided for a certain position, then in column 5 "Tariff rate (salary), etc., rubles." the tariff rate is indicated (for example: 100 rubles), then the quantity of products for which this tariff rate is provided is indicated (for example: 100 rubles / piece).
In this case, column 10 "Note" usually indicates the appropriate type of remuneration system.
For example: simple time-based pay system, time-bonus pay system, simple piece-rate pay system, piece-bonus pay system, piece-progressive pay system, indirect piece-rate pay system, indirect piece-rate pay system, lump-sum wage system.
At the same time, it is also recommended to indicate in column 10 "Note" a local normative act that determines the procedure for establishing remuneration for a certain type of remuneration system, as well as its size for a certain production rate.
For example, such indicators can be defined in the "Regulations on wages, bonuses and material incentives for employees"
Note!
In accordance with Art. 22 of the Labor Code of the Russian Federation, the employer is obliged to provide employees with equal pay for work of equal value. In other words, it is prohibited to indicate in the staffing table "salary plug". If in one department there are two staff units by position, for example "accountant", then in column 5 "Tariff rate (salary), etc., rubles." the same amount of salary, tariff rate, etc. must be indicated. See Letter from Rostrud dated 04/27/2011 N 1111-6-1 "On the establishment of salaries for positions of the same name"
However, if it is necessary to pay, for example, one of the two accountants a larger salary, the employer can exercise this right by setting him additional payments or allowances, which are indicated in the section "Allowances, rubles." in columns 6.7 and 8. - in columns 6, 7 and 8 "Allowances, rubles." indicate stimulating and compensation payments(bonuses, allowances, surcharges, incentive payments) established by the current legislation of the Russian Federation, as well as introduced at the discretion of the organization. The allowances are: - paid at the initiative of the employing organization (for example: for seniority; for knowledge foreign language and etc.); - established by legislation (which the employer is obliged to pay): - for the mobile nature of work; -per traveling character work; - for work on a rotational basis; -for work in the North; - for admission to state secrets. The allowances can be paid in a fixed amount (when the salary is changed, the size of the allowances can be either saved or changed) or in percentage (the size of the allowances is automatically changed in the event of a change in the salary).
If the organization cannot fill in columns 5-9 in ruble terms due to the use of other remuneration systems in accordance with the current legislation of the Russian Federation (tariff-free, mixed, etc.), these columns are filled in in the appropriate units of measurement (for example, in percentages, coefficients, etc.) .) - column 9 “Total, rub. (column 5 + column 6 + column 7 + column 8) x column 4 "In practice, there are several ways to fill out this column: 1. When in columns 6, 7 and 8" Allowances, rubles. " all indicators are indicated in rubles (without specifying percentages and coefficients). In this case, the indicator of column 9 is calculated by simple addition of the amounts (column 5 + column 6 + column 7 + column 8).

M.A. Kokurina, lawyer

Staffing: we solve contingencies

Strictly speaking, according to Qualification handbook positions, the staffing economist should be responsible for Qualification reference book of positions, approved by Decree of the Ministry of Labor dated 08.21.98 No. 37... But it happens that there is no such position even in large company... Therefore, the execution of this document is entrusted to both personnel officers and accountants. After all, it is these people who have information about the structural divisions of the company, the positions available in them and their status (employed / vacant), the number of staff units and salaries for each position.

So, if your manager has instructed you to deal with staffing or making changes to it, do not be alarmed. We have prepared for you a sample of filling out the staffing table in the "Document flow" section on. And we give answers to some of the questions of our readers who have already taken up this matter.

Employees do not need to be introduced to the staffing table

THEM. Pekareva, Novosibirsk

We do not have a staffing table. And one disgruntled employee began to threaten that he would complain to the labor inspectorate, because he was not familiarized with this document when he was hired. Should we have done this?

: According to Rostrud, the staffing table is a local normative act (LNA), which fixes p. 1 of the Letter of Rostrud dated 22.03.2012 No. 428-6-1:

• the prevailing division of labor between employees;
• terms of payment for their labor.

The Labor Code of the Russian Federation obliges to acquaint the employee with those from the LNA who are “directly related to labor activity employee " Art. 68 of the Labor Code of the Russian Federation... Therefore you are not obliged to show the employee the staffing table if:

• there is his signature that before signing the employment contract, he was familiar with both the job description and the LNA, which contains the rules for the formation of the amount of remuneration for his work (for example, this may be a provision on remuneration) Art. 68 of the Labor Code of the Russian Federation;
• the size of his salary, surcharges and allowances specified in the employment contract e Art. 57 of the Labor Code of the Russian Federation.

The staffing table is kept by the one who is responsible for it

M.A. Markulov, Kazan

Is it correct that our staffing table is kept by personnel officers? And how long do you need to keep inactive staffing tables?

: You can store the staffing table where it is convenient - no special requirements have been established by law. If, according to your document flow regulations, the personnel department is engaged in making changes / additions to the staffing table, let it be stored there.

And to store the schedule itself and the orders that change it, you need to constantly in the company, that is, indefinitely p. 71 of the List, approved. By order of the Ministry of Culture dated 25.08.2010 No. 558.

Positions that are temporarily replaced can be added to the staffing table

I.T. Plekhanov, Podolsk

From time to time, we need to hire a quality specialist. On the basis of a civil law contract, the specialist we need does not want to work. Can we introduce a temporary position into our staffing table, for example, for 3-4 months, in order to accept it under an employment contract for this period?

: You can:

• <или>just add such a position to the staffing table and not mark in any way that it is temporary;
• <или>indicate in the staffing table that the position is temporary or replaced for a specified period. For example, you can indicate this in column 10 "Note" of form No. T-3.

But keep in mind: even if you indicate the temporary nature of the position in the staffing table, you cannot conclude a fixed-term employment contract on the basis of this alone. If you hire a specialist for a while, in his employment contract you must indicate the reason for the "urgency" provided for by the Labor Code of the Russian Federation. Let's say he comes to do temporary or seasonal work. Art. 59 of the Labor Code of the Russian Federation.

Choose the method of changing the staffing table yourself

THEN. Lorkovich, Moscow

Can I increase the salary for several positions and approve a new staffing table in one order?

: Any changes to the staffing table are made by order of the head of the organization. Special rules no. You can draw up such an order.

ORDER No. 13-5
on increasing salaries and approving the staffing table

I ORDER:

1. To establish from 01.04.2013 salaries by positions:
- foreman of the production site - 35,000 rubles;
- assistant foreman of the production site - 28,000 rubles;
- technologist of the production site - 38,000 rubles.

2. Approve the new staffing table You can do it in a different way - indicate in the above order the following: "To make changes from 01.04.2013 to the staffing table No. 2 dated 31.01.2010, taking into account the increase in salaries for the positions specified in clause 1." But this option is suitable only if you rarely make changes to the staffing table.
It is more convenient, of course, to assert each time new edition staffing table. So it is easier to see the current situation in the state than to look for innovations according to various orders with the heading "On changes to the staffing table" No. 3 of 27.02.2013 (attached) and put it into effect from 01.04.2013.

And do not forget, before approving the new staffing table, to conclude with employees whose salaries are changed, additional agreements to labor contracts.

Only a vacant position can be deleted from the staffing table

NS. Yudina, Pyatigorsk

The manager instructed me to remove from the staffing table the position that was occupied by an employee who went on maternity leave, and then on parental leave. And I doubted something, is it possible to do this at all?

EXPLAIN TO THE MANAGER

If a woman on parental leave wants to return to work before the child reaches the age of 3, she must be hired, even if her position is struck off the staffing table.

: Your doubts are justified - “to remove the position,” as you say, is possible only if it is vacant. Otherwise, we are talking about staff cuts.

When a woman leaves for maternity leave / parental leave until she reaches 3 years of age, she retains her place of work. And it is impossible to reduce her position under any circumstances x articles 256, 261 of the Labor Code of the Russian Federation... This position is considered occupied, even if the responsibilities for it are assigned to other employees.

It is necessary to index vacation pay if salaries for the whole state have increased

I.B. Lanina, auditor, Moscow

We conduct an audit of a company where there is an order to change the staffing table in connection with the introduction of several new positions and salary increases for old positions. How to calculate vacation pay correctly - taking into account the average earnings of an employee, increased by the coefficient of increase, or not?

: First of all, look whether the salaries of all employees of the company, individual employees or an entire structural unit (department, workshop, site, geographically separate branch or representative office of a company have been increased) Clause 16 of the Resolution of the Plenum of the Armed Forces dated March 17, 2004 No. 2). Depending on this and act e p. 16 of the Regulations, approved. Government Decree of 24.12.2007 No. 922:

• <если>salaries were increased to all employees of one division or firm, without exception, then calculate the increase coefficient and increase earnings for it when calculating vacation pay;
• <если>salaries were increased to individual employees, then it is not necessary to calculate the increase coefficient and index on it average earnings for calculating vacation pay.

The staffing table may contain vacancies

M.A. Pushkareva, Pushkin

Our HR inspector resigned, his duties were entrusted to the accountant by the order of the director. How can this be reflected in the staffing table now? Is it possible to exclude the HR department from the staffing table altogether?

: Can. But first, check with your manager if he is going to hire HR in the future. If yes, then it is better not to touch the staffing table, let there be a vacant position.

If you take to the company cadres is no longer planned, you can prepare for the manager's approval:

• <или>an order to change the staffing table in connection with the elimination of the personnel department;
• <или>an order on the introduction of a new version of the staffing table, which does not contain personnel positions.

In the staffing table, the salary is set in full

S.E. Khorosheva, St. Petersburg

We take two deputy directors. But one is full-time, and the other is part-time. How to reflect this in the staffing units and what to write in the staffing table "Salary": the whole salary according to the position or half?

: In your situation, the staffing table can be filled in as follows:

Structural subdivision		Position (specialty, profession), category, class (category), qualification	Number of staff units	Tariff rate, salary, rub.	Allowances, rub.			Total per month (group 5 + group 6 + group 7 + group 8) x group 4	Note
Name	code
1	2	3	4	5	6	7	8	9	10
...
Administration	01	...	...	...	...	...	...	...	...
		Deputy General Director	1,5	20 000	-	-	-	30 000	-

Or like this:

payment condition in proportion to the hours worked.

There can be no different salaries for the same positions

Etc. Pashkevich, Moscow

It is coming out to us now new employee on vacant post specialist. The director said that his salary will be higher than that of an employee who already works for us in the same position.
But I doubt: is it possible to put two positions "specialist" with different salaries in the staffing table?

: It is forbidden Rostrud letter dated 04/27/2011 No. 1111-6-1... Usually, if a labor inspector discovers such discrepancies during an inspection, he fines for violation of labor laws and issues an order to establish the same salaries for the same positions. Determination of the St. Petersburg City Court dated 11/14/2011 No. 33-16864.

REMINDING THE LEADER

Set different salaries for people working in the same positions, it is forbidden. If some employee wants to pay more than others in the same position, you can either rename his position, or set him some bonuses.

Therefore, discuss with the manager the introduction of changes to the staffing table:

• <если>in your company, a local normative act (perhaps a regulation on payment) provides for any compensatory or incentive salary increments, then write down the same salaries for these employees, and for a specialist more high level set markups. See what suitable allowances are in the company's internal act. For example, a premium for knowledge of a foreign language, for professional skill, for completing particularly important tasks, etc .;
• <если>If you do not have any salary increments in your company, then write down different job titles in the staffing table. Let's say a specialist and a leading (senior, chief) specialist. And do not forget to prepare a separate job description for the leading specialist, if you do not have one.